According to Undercover Recruiter, artificial intelligence (AI) is expected to replace 16% of HR jobs within the next 10 years.
This doesn’t necessarily mean you’ll lose your job, but it does mean your time will be freed up when this technology integrates with your day-to-day work.
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AI can make recruiting easier, quicker, and more personalized. It can improve the recruitment process and tackle those mundane tasks no one appreciates. Allowing automated software, such as a talent management system, to assist you in the recruiting process can give you time to focus on hiring the right person for the job rather than the tasks necessary to make it happen.
Here are three ways AI will change the capabilities and future of recruiting:
1. Attract quality talent
The quality of your applicants depends on the initial interest you attract with your job posting.
If you can’t get quality candidates excited about your open position, you’ll wind up weeding through semi-qualified applicants, hoping one of them can fill enough of your needs. Adding AI to your recruitment process can improve the quality of your applicants in a number of ways.
In the first phase of the process, AI can help you formulate clear, detailed job descriptions to explain exactly what you’re looking for from your applicants. When your job description accurately represents your ideal hire, you’ll see more candidates who fit your needs, and fewer who are over- or under-qualified for the position.
But wait, there’s more! AI can also help you find the right candidates online with something called programmatic job advertising.
In short: it gets the right message, to the right person, at the right time.
Programmatic advertising draws in the right people and thus – just like writing the perfect job description – boosts your conversion rates.
2. Qualify applicants
So you’ve received applications. Now what?
Identifying if someone has talent from the way they speak or write is just the tip of the iceberg in what machines can detect. Progressive competency tests can contribute to a more personal and holistic picture of the candidate.
Neuroscience games are becoming prevalent in hiring, particularly for detecting soft skills like problem-solving that are hard to pinpoint without further investigation. This can help you understand your candidates on a deeper level.
Recruiters can use these games or tests to assess interesting factors, such as a candidate’s willingness to take risks. They can pose questions such as, “How quickly can the candidate process information? Do they have a proficient working memory?” They can also cut to the core when it comes to their time management strategies with questions like, “How effective are they at planning projects?” This expanded candidate profile gives recruiters an edge, as it offers a deeper, more humanistic look at the candidate that wasn’t possible before.
3. Find the Perfect Match
AI’s ability to tackle repetitive tasks will free up time for recruiters to establish better connections with their candidates — both personally and on behalf of their brands.
AI can identify talent, but AI can’t hire talent. Hiring requires establishing rapport and taking the time to understand candidates on a more granular level. Understanding prospective employee goals, career histories and expectations, and just spending time with them, all help recruiters make better hiring choices and improve offer acceptance rates.
Talent acquisition teams can also use the time freed up by AI to focus on employer branding strategies, ensuring a consistent and compelling experience across all media channels. With a better-articulated employer brand, interested job seekers who the message resonates with will be more likely to convert into applicants.
AI can also assist with interviews. As video interviews are becoming more popular, candidates may only need to speak to their cameras while a machine takes them through a list of questions.
This can free up a lot of time for recruiters, who can still meet top candidates but won’t need to laboriously interview every single applicant. It might also help eliminate unconscious bias, since the technology won’t have the same hardwired preconceptions as humans.
In fact, you might not even have to watch the video interviews to learn whether candidates are well-suited for the role. Companies like HireVue use facial and speech recognition software to analyze candidate body language, tone of voice, stress levels, and more.
4. Final thoughts
Recruiting will become a symbiosis of human and machine, with each complementing the other’s strengths. As AI takes over more manual tasks, some functions of a recruiter’s role may disappear. However, new, higher-value, and more fulfilling roles will also emerge in the workplace.
By integrating automated software into the process, data can be collected at every step of the way, to be analyzed through platforms such as a human capital management system, which can ensure your new-hires become productive members of the team as they grow into their roles with the company.
In the end, those who stay ahead of the game and continue to learn, experiment, and adapt to emerging technologies will do just fine.